Employment Lawyer Near Me | Jason Tenenbaum Law

Your Expert Long Island Workplace Discrimination Lawyer

When workplace issues arise, many people begin their search for an employment lawyer online. At The Law Office of Jason Tenenbaum, P.C., we understand that while searching for “employment lawyers near me” is a common first step, finding the right workplace lawyer requires looking beyond basic search results to identify true expertise and proven capability.

As experienced labor attorneys, we’ve built our practice on a foundation of specialized employment law knowledge. While many general practice firms occasionally handle workplace cases, our exclusive focus as employment lawyers sets us apart. This dedication allows us to serve as effective workplace lawyers who truly understand local employment dynamics and state-specific regulations.

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Comprehensive Employment Law Representation

Our team of employment attorneys provides strategic advocacy across all areas of workplace law. We regularly handle:

Discrimination cases requiring detailed analysis of workplace patterns
Complex retaliation scenarios that demand experienced legal guidance
Harassment situations that affect workplace culture and employee wellbeing
Wrongful termination cases that require thorough documentation
Equal pay disputes that involve multiple regulatory frameworks

Strategic Advocacy from Experienced Labor Law Lawyers

As dedicated employment discrimination attorneys, we understand that each case requires a unique approach. Our process combines thorough documentation with strategic execution, whether we’re dealing with:

Systematic discrimination masked as policy enforcement
Disability accommodation disputes requiring medical analysis
Age discrimination disguised as performance issues
Gender-based inequities in promotion and compensation
Retaliation following protected activities

Why Local Experience Matters

Having an experienced labor attorney who understands state and federal employment laws makes a crucial difference. Our deep knowledge of local employment regulations and workplace cultures allows us to provide more effective representation. As workplace lawyers serving our community, we combine broad legal expertise with specific knowledge of regional employment practices.

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Why Our Clients Choose Us

Local Expertise

Deep familiarity with Nassau and Suffolk County employment laws, courts, and workplace regulations.

No Fee Unless We Win

You pay nothing upfront – we only get paid when you receive compensation.

Workplace Advocacy

Access to top Long Island employment law experts who understand discrimination, harassment, and wage disputes.

24/7 Availability

Support whenever you need us – nights, weekends, and holidays – for urgent workplace issues.

Proven Track Record

Millions recovered for clients in employment cases across Long Island, including wrongful termination and retaliation claims.

Personalized Attention

We treat every case with the care and focus it deserves, ensuring your voice is heard in the fight for justice.

Types of Employment Law

Wage and Hour Rules

The Fair Labor Standards Act sets a $7.25 minimum wage and mandates overtime, while New York’s minimum wage reaches $16.00 in NYC. Disputes often arise over misclassified exempt workers, which our firm resolves for fair pay.

Discrimination and Harassment Protections

Title VII, ADA, and ADEA laws ban workplace bias and harassment based on race, gender, age, or disability. We guide employees seeking justice and help employers create policies to avoid legal issues.

Safety and Health Standards

OSHA requires safe workplaces, addressing risks like faulty equipment or hybrid work challenges. Non-compliance can lead to fines or lawsuits, and we assist with workers’ compensation claims.

Workers’ Compensation Framework

Workers’ comp provides medical care and wage replacement for job injuries, managed in New York through the state’s board. We help workers secure benefits and defend businesses against invalid claims.

Employee Benefits Regulations

ERISA ensures fair benefit plans, while FMLA offers 12 weeks of unpaid leave; New York adds paid leave options. We help employers comply and navigate evolving laws in 2025.

Labor Relations and Unions

The NLRA protects unionizing and collective bargaining, with rising activity in retail and tech. We advise unions and management to avoid unfair labor practice charges.

Wrongful Termination and At-Will Employment

Employment-at-will allows termination unless it violates laws like discrimination or whistleblower protections. We build cases for employees and defend employers in disputes.

Immigration and Work Rules

IRCA requires verifying workers’ legal status, with penalties for violations, while immigrants retain wage and safety rights. We support businesses and employees amid rising 2025 audits.

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FAQ: What Exactly Is Employment Law?

Employment law governs the relationship between employers and employees. It covers wages, working hours, safety standards, and protections against harassment and wrongful termination. Employees rely on these laws to protect their rights, including fair pay and a workplace free from discrimination. Employers use employment law to create compliant policies and reduce legal risk. This broad field includes federal statutes, state rules, and contractual duties. It affects nearly every part of the working relationship.

What Steps Should Someone Take After a Wrongful Termination?

Wrongful termination happens when an employee is fired for an illegal reason. Examples include reporting workplace violations, filing a discrimination complaint, or using other protected rights. If you believe you were wrongfully fired, start by saving all relevant documents—emails, performance reviews, and records of the events before your dismissal. Review your employment agreement for termination procedures. Talk to an employment attorney quickly, as state deadlines and legal details can affect your options. The Law Office of Jason Tenenbaum, P.C. provides thorough case reviews to find the strongest legal approach.

Who Gets Overtime Pay?

Under the Fair Labor Standards Act, most hourly workers earn overtime at one-and-a-half times their regular rate for hours over 40 per week. However, some employees classified as executive, administrative, or professional may be exempt. Disputes often arise when employers misclassify workers to avoid paying overtime. For example, an employer might label a clerical worker as an exempt administrative employee. If you are unsure about your status or believe you were denied earned wages, The Law Office of Jason Tenenbaum, P.C. can review your case and pursue the pay you are owed.

How Does Workplace Discrimination Show Up?

Workplace discrimination happens when an employee is treated unfairly because of a protected trait. These traits include race, gender, age, religion, disability, or national origin. Examples include denying promotions based on gender or allowing racially hostile conduct. Federal laws like Title VII of the Civil Rights Act ban this behavior. New York State and local laws add further protections. Building a case requires evidence—such as records of unequal treatment or unaddressed complaints. The Law Office of Jason Tenenbaum, P.C. helps clients file claims with the Equal Employment Opportunity Commission and pursue litigation when needed.

Can an Employer Punish Someone for Reporting Harassment?

Retaliation against employees who report harassment, discrimination, or unsafe conditions is illegal under both federal and state law. Protected activities include filing complaints, joining investigations, and reporting violations to agencies. Proving retaliation often relies on circumstantial evidence. This may include the timing between your complaint and the employer’s action, or testimony from coworkers. The Law Office of Jason Tenenbaum, P.C. represents employees who have faced retaliation and holds employers accountable.

What Makes a Work Environment Hostile?

A hostile work environment exists when pervasive or severe conduct—such as harassment, discriminatory remarks, or intimidation—substantially interferes with an employee’s ability to perform their job. The legal standard requires more than an isolated incident; the behavior must be sufficiently persistent or egregious. Employees experiencing such conditions should document each incident in detail, including dates, statements, and witnesses. The Law Office of Jason Tenenbaum, P.C. evaluates hostile work environment claims and advises on options ranging from internal remedies to formal legal action.

Does Everyone Need an Employment Contract?

Employment contracts are not legally required in most jurisdictions. New York, like many states, follows the at-will employment doctrine, meaning either party may end the relationship at any time without cause. However, a written contract can establish important protections: for employees, it may guarantee specific compensation, define job responsibilities, or require advance notice before termination; for employers, it can protect trade secrets and impose non-compete restrictions. The Law Office of Jason Tenenbaum, P.C. drafts and reviews employment agreements to ensure they serve the client’s interests and withstand legal scrutiny.

How Long Does Someone Have to File a Claim?

Filing deadlines in employment law vary depending on the type of claim. Discrimination complaints generally must be filed with the Equal Employment Opportunity Commission within 180 days of the adverse action, or 300 days if a state or local agency has enforcement authority. Wage claims under the Fair Labor Standards Act carry a two-year statute of limitations, extended to three years for willful violations. Wrongful termination deadlines depend on the specific legal theory and applicable state law. Because missing a deadline can permanently bar a claim, prompt legal consultation is essential. The Law Office of Jason Tenenbaum, P.C. ensures that all applicable deadlines are identified and met.

What Can an Employment Lawyer Do?

An employment lawyer evaluates workplace disputes, advises clients on their legal rights, and develops a strategy tailored to the specific circumstances. This may include gathering evidence, negotiating settlements, or pursuing litigation when a resolution cannot be reached through other means. Employers also rely on employment attorneys to ensure compliance and resolve disputes efficiently. The Law Office of Jason Tenenbaum, P.C. combines strategic advocacy with personalized attention, whether representing an employee seeking fair compensation or advising a business on employment matters.

Why Pick The Law Office of Jason Tenenbaum, P.C.?

Attorney Jason Tenenbaum brings extensive experience and a results-oriented approach to every case. The firm recognizes that employment disputes create significant financial and personal stress for clients. Rather than taking a one-size-fits-all approach, the team listens carefully, develops a strategic plan, and advocates vigorously for a fair outcome—whether through negotiation, mediation, or trial. Clients receive not only knowledgeable legal counsel but also a dedicated team committed to protecting their rights.

Employment Law Case Study: Denise Roane

A major Nassau County financial institution has reached a $1.5 million settlement in a racial discrimination action after forensic email recovery exposed management’s deletion of key communications and the New York Appellate Division reversed partial dismissal of hostile work environment claims.

The settlement, finalized through mediation last week, resolves federal Title VII and New York State Human Rights Law claims brought by Denise*, an African American banking professional terminated in 2023 following her internal discrimination complaints.

Court documents detail systematic racial harassment beginning in January 2022. The plaintiff documented supervisory misconduct including:

Derogatory racial comments during team meetings
Exclusion from client presentations offered to white colleagues
Disproportionate disciplinary actions for minor infractions
Assignment to less desirable accounts despite superior performance metrics

Human Resources received four formal complaints between January and June 2023. Discovery materials indicate no substantive investigation occurred. The plaintiff’s employment terminated July 2023, ostensibly for performance deficiencies contradicted by three years of above-average evaluations.

Initial settlement discussions with multiple firms yielded projections between $75,000 and $100,000. Counsel cited litigation costs and defendant’s resources as limiting factors.

The Law Office of Jason Tenenbaum employed forensic email analysis that recovered deleted management communications. These messages, exchanged between supervisors and HR personnel, discussed strategies to document performance issues following plaintiff’s discrimination complaints.

Key recovered communications included:

Email dated March 15, 2023: HR director instructing managers to “document everything” regarding plaintiff
Supervisor message April 2, 2023: “Need to build file before she lawyers up”
Management thread May 10, 2023: Discussion of comparator employees receiving coaching for similar infractions

This evidence directly contradicted deposition testimony wherein the HR director claimed adherence to standard investigation protocols.

Discovery identified three white employees with documented performance deficiencies who received progressive discipline rather than termination. Personnel files showed these employees faced coaching, performance improvement plans, and extended probationary periods.

A workplace psychologist provided expert analysis quantifying hostile environment impact through validated assessment instruments. The expert calculated economic losses including diminished earning capacity and psychological treatment costs totaling $425,000.

The trial court granted partial summary judgment, dismissing hostile work environment claims based on continuing violation doctrine limitations. The court ruled incidents predating March 2023 fell outside actionable timeframes.

On appeal, the Second Department reversed, holding:

This ruling reinstated all claims and exposed defendant to enhanced damage calculations.

The $1.5 million settlement encompasses:

Back pay: $200,000
Front pay: $200,000
Emotional distress damages: $600,000
Pain and suffering: $200,000
Attorney fees and costs: $300,000

Employment law practitioners note several strategic considerations emerging from this litigation:

First, forensic email recovery proves increasingly vital in discrimination cases where circumstantial evidence suggests concealment. Second, thorough comparator analysis remains essential for establishing disparate treatment. Third, appellate advocacy can resurrect claims dismissed on technical grounds.

Financial institutions face heightened exposure when HR departments fail to conduct meaningful investigations. The recovered communications here transformed a difficult circumstantial case into clear evidence of retaliatory intent.

The parties executed settlement agreements including standard non-admission clauses and neutral reference provisions. Plaintiff has secured comparable employment within the financial services sector.

This case joins growing precedent establishing employer liability for inadequate discrimination complaint procedures. Corporate counsel increasingly advise clients that deletion of relevant communications may constitute spoliation, potentially triggering adverse inference instructions at trial.

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